Articles

  • 1 week ago | jdsupra.com | Morgan Davis |Michael C. Griffaton

    A Louisiana federal judge has ordered the Equal Employment Opportunity Commission (EEOC) to remove a portion of its final rule implementing the Pregnant Workers Fairness Act (PWFA) to the extent that the final rule includes elective abortion as a condition for which employers are required to make reasonable accommodations. This ruling, from Judge David C. Joseph of the U.S. District Court for the Western District of Louisiana, applies nationwide.

  • Feb 21, 2025 | jdsupra.com | Krystal Campos |Michael C. Griffaton

    New York employers have been preparing their workplace violence prevention policies and training programs in anticipation of the New York Retail Worker Safety Act’s (the Act) March 4, 2025, effective date.  However, just 18 days before most provisions are set to take effect, Governor Hochul signed an amendment to the Act into law.  Most notably, the amendment extends the Act’s effective date to June 2, 2025.

  • Jan 23, 2025 | jdsupra.com | Michael C. Griffaton

    On January 21, 2025, President Trump revoked Executive Order 11246, which has been in place since 1965. EO 11246 prohibited federal contractors from discriminating on the basis of race, color, religion, sex, sexual orientation, gender identity, or national origin and required federal contractors to take affirmative action to ensure equal opportunity in all aspects of employment.

  • Nov 25, 2024 | jdsupra.com | Michael C. Griffaton |Matt Schmitz

    The New Jersey legislature recently built on its 2019 efforts to increase pay-related protections for job applicants and current employees. Most employers will now be required to disclose pay ranges in their job postings and follow certain promotion-related requirements. The law was signed by the Governor on November 18, 2024 and will take effect on June 1, 2025. Who must comply with the pay transparency and promotion requirements?

  • Nov 15, 2024 | jdsupra.com | Michael C. Griffaton |Adam J. Rocco

    On November 15, 2024, the U.S. District Court for the Eastern District of Texas vacated the Department of Labor’s (DOL) final rule raising the salary thresholds for being exempt from overtime under the Fair Labor Standards Act (new salary thresholds). The ruling applies nationwide and means that employers do not currently need to increase employee salaries in January 2025 to maintain their exempt status. It also vacates the July 1, 2024 increase.

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